• Journal of the Korean Home Economics Association
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• v.47 no.6
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• pp.109-120
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• 2009

The purpose of this study is to construct the family support system and suggest various policies for work-life balance to create the family-friendly society. For this purpose, this study showed the theoretical background for constitution of integrated family support system-community, government and business. Especially, this study emphasized that family-centered viewpoint to the policy is needed and that support for worklife balance not work-family balance should be enlarged. Various policies were suggested in three parts and the role of community was emphasized. Finally, this study presented the necessity of laws and committee for work-life balance and role of healthy family-support center for work-life balance.

• Korean Journal of Social Welfare Studies
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• v.47 no.4
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• pp.5-42
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• 2016

This study investigates why some female workers come to decide to leave work after their taking parental leave and subsequently classifies their resignation backgrounds into four ideal types. The current debates on parental leave have mostly focused on clarifying the factors that influence on workers' usage of parental leave. But given that the final goal of parental leave is to help workers return to work after temporary rest for parenting, it is very important to inquire why some workers fail in reverting to their companies after parental leave. Based on in-depth interviews with 8 female workers who leave work after parental leave, this study analyses and compares their previous work-family conditions, reasons for taking parental leave and withdrawing from work, and behavioral patterns after resignation. This article then typifies four ideal types of resignation backgrounds (i.e. penalty by company, evasion from work, decision by family, choice for family). At the conclusion, this paper suggests policy alternatives to diminish female workers' resignation after parental leave and to heighten their work-family balance.

• The Journal of the Convergence on Culture Technology
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• v.9 no.6
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• pp.729-736
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• 2023

Traditionally, Germany, a conservative welfare state, has pursued a male breadwinner model based on gender division of labor. For a long time, Germany tried to address low fertility through economic support centered on cash benefits, but it was not successful. In 2007, the German government began to shift the paradigm of family policy for work-life balance under the slogan of "A mix of time policy, income transfer, and infrastructure." When the issue of low birth rates emerged as a national concern in Germany, there was a growing social sentiment that not only the government but also private companies should contribute to increasing fertility by providing family-friendly personnel policies and working conditions. Private companies have been voluntarily improving family-friendly working conditions beyond legal obligations, aiming to secure personnel and prevent turnover. Germany's fertility rate is currently rising toward the European average level in 2023, which can be attributed to the government's work-life balance policies and the participation of private companies. In terms of improving work-life balance policies in Korea, it has been proposed to change the perception of the need for fathers to participate in child care, to make parental leave compulsory for men, to guarantee employment for women after childbirth, to expand child care facilities, and to revitalize family-friendly policies in companies.

• Proceedings of the KHMA Conference
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• 2012.05a
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• pp.159-168
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• 2012

• Proceedings of KHEA Conference
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• 2002.10a
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• pp.23-40
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• 2002

• Proceedings of the KHMA Conference
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• 2013.05a
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• pp.348-348
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• 2013

• Journal of the Korea Society of Computer and Information
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• v.25 no.6
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• pp.171-181
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• 2020

This is an empirical study that analyzes factors affecting the work-family compatibility of female wage workers with underage children. The analysis was conducted with 1,113 women from the 7th wave of the Korean Longitudinal Survey of Women & Families by Korean Women's Development Institute. As for research methods, multiple regression analysis was used in order to analyze the effects of 'social support(home support, maternity protection support, childcare and education services)', 'job characteristics', 'socio-demographic variables' and 'husband characteristics' on 'work-family compatibility and conflict'. As a result, it was analyzed that the husband's support for work life, gender inequality at work and women's educational training were the factors that strengthen work-family compatibility. It was also analyzed that gender inequality, use of childcare and education facility, number of underage children, age of husband, husband's satisfaction with caring support and husband's support for work life were the factors that cause conflict between work and family. Thus, if the policy of strengthening the work-family compatibility is a long-term policy, it appears that it is necessary to supplement and strengthen policies that can reduce conflict factors in the short term. It is hoped that the results of the study will be used as objective and academic data to strengthen the maternity protection and work-family compatibility of female workers with underage children.

• Journal of Digital Convergence
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• v.11 no.9
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• pp.79-86
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• 2013

I have empirically investigated the relationship between work-family facilitation and perceived team performance and the moderating effect of wellness climate between work-family facilitation and perceived team performance. For testing hypothesis, hierarchical linear regression was conducted. The results of analysis are followings; hypothesis 1, work-family facilitation is positively related to perceived team performance, was significantly supported. Hypothesis 2, wellness climate moderates the association between work-family facilitation and perceived team performance. The results imply that when the HR practitioners design job and welfare program of employees should consider work-family facilitation. Additionally, to improve the performance of organization should consider not only work-family facilitation but also climate of organization supporting work-family facilitation, wellness climate.

• Korean Journal of Social Welfare
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• v.65 no.3
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• pp.265-289
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• 2013

The purpose of this study is to analyse the reality and dynamics of transition of work-family reconciliation policy and gender regime in Germany to focus on recent introduction of parents benefit by applying meta path analysis. There is made of 'layering' in work-family reconciliation policy area. Because political barrier has alleviated they can introduce parents benefit, but cannot help stick to child care benefit because of internal barrier. But because parents benefit has activated by 'differential growth', German gender regime has suffered core transition of complementation that dominant structure has changed from 'sequential reconciliation' to 'concomitant reconciliation'. On the other hand, by 'purposeful decoupling' of gender area, core activists have attempted to cut the possibility of weakening of coordination relationship on main institutional areas of German model.

• Journal of Digital Convergence
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• v.17 no.2
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• pp.275-282
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• 2019

The current study is to examine the effects of anger and work-family balance on organizational commitment. Two-hundred workers attending the Institute of Lifelong Education at a University in Seoul completed the instruments assessing anger, work-family balance, and organizational commitment. The results from structural equation modeling analysis showed that anger was negatively related to work-family balance and organizational commitment, and work-family balance was positively related to organizational commitment. Moreover, the relationship between anger and organizational commitment was partially mediated by work-family balance. These findings suggest that a way to focus on both anger and work-family balance than only anger is more productive in order to boost organizational commitment.